Background

Maintaining a consistent,  high quality service through the complete recruitment lifecycle is a demanding challenge for most organisations

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.  Managing demand variability, pressure on internal headcount and resources and the need for speed, quality and cost effectiveness puts progressive pressure on recruiting functions today.

Our recruitment process support services exist to bridge the gap between in-house and RPO delivery.  We seek to add flexible, cost effective scale to our clients recruitment supply chains either to provide scale to mitigate variability of demand or as a strategic partner supporting those process elements that our clients have decided not to manage in-house.

Which processes do we support?

We support individual or combined process elements covering the complete recruitment process lifecycle:

Service delivery consultants

On-site recruitment service delivery specialists delivering hires from initial requisition through to candidate offer and close.

Attraction & Sourcing

Direct sourcing: E-recruitment, database, employee referral, social media, print etc. Research:  Identification, approach and competitor mapping.  Talent communities: Identifying and managing relationships with key talent pools for future recruitment. Employee referral: Building, promoting and administering programs to maximise returns and reduce recruitment costs.

Assessment & Selection

CV screen (longlisting), telephone screening (1st shortlist), Interviewing (final shortlist), assessment centres, ability and behavioural assessment.

Admin and logistics

Acknowledgement and rejection letters, interview arrangements.

Offer Management

Verbal offer communication, negotiation between candidate and client, closing candidates on client offers to acceptance.

Reference checking

Background verification, qualifications checking, right to work, reference checking.

Metrics

Collation and reporting of key performance metrics. Follow-up interviews to provide context.

Stakeholder satisfaction

Collation and reporting of internal client, external supplier and internal & external candidate satisfaction feedback.  Follow-up interviews to provide context.

Exit Interviews

Carry out exit interviews on behalf of clients seeking to understand key drivers of attrition and perceptions of employee value proposition.

 

 

Ask A Question

For further information or for a preliminary discussion, please contact Rob Connor, Director, using the details below:

  • Tel: + 44 (0) 7947 532280
  • Email: rconnor@hctalent.com
  • Skype: rd.connor